What Do We Know About Training at Work?

O’Connell, Philip J.; Jungblut, Jean-Marie

doi:10.1017/cbo9780511499593.006

Cited by 18 publications

(8 citation statements)

References 23 publications

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“…The issue of coordination extends also to the level of individual organizations type and employers. This, in turn, calls for a climate that nurtures skill development by offering incentives to invest in learning to both individuals and employers (O'Connell and Jungblut, 2008;Desjardins and Warnke, 2012).…”

mentioning

confidence: 99%

Innovation and skill dynamics: a life-cycle approach

Vona¹,

Consoli²

2014

Ind Corp Change

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This article focuses on the institutional adjustments that facilitate the routinization of technological opportunities. We propose a life-cycle approach that accounts for the emergence, development, and transformation of new knowledge with special emphasis on the role of adaptive educational and training systems for the diffusion of skills that complement new technology. The article reconciles two empirical phenomena associated with radical technological breakthroughs: changes in the skill content within occupations and the process of knowledge systematization underpinning the adaptation of education and training. We claim that systematization is a crucial, but largely overlooked, element in the study of skill mismatches, inequalities, and successful takeoff of new technologies.

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mentioning

confidence: 99%

Innovation and skill dynamics: a life-cycle approach

Vona¹,

Consoli²

2014

Ind Corp Change

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“…This is particularly striking for more educated visible minority immigrants who are the only group among educated workers with training opportunities worse than less‐educated white Canadian‐born workers. These results are important because they suggest that visible minority immigrants who have higher levels of education cannot reap the benefits of more training opportunities associated with higher education levels that is well documented in the literature (see O’Connell and Jungblut [2008] for a review of the international literature). This is critical because evidence from different studies suggests that struggles of visible‐minority immigrants in the labor market partially stem from employers discounting the signaling value of their foreign credentials.…”

Section: Exploring Potential Mechanismsmentioning

confidence: 87%

Immigrants and Workplace Training: Evidence from Canadian Linked Employer–Employee Data

Dostie¹,

Javdani²

2020

Industrial Relations

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Job training is one of the most important aspects of skill formation and human capital accumulation. In this study, we use longitudinal Canadian linked employer–employee data to examine whether white/visible minority immigrants and Canadian‐born emplooyees experience different opportunities in two well‐defined measures of firm‐sponsored training: on‐the‐job training and classroom training. While we find no differences in on‐the‐job training between different groups, our results suggest that visible minority immigrants are significantly less likely to receive classroom training, and receive fewer and shorter classroom training courses, an experience that is not shared by white immigrants. For male visible minority immigrants, these gaps are entirely driven by their differential sorting into workplaces with fewer training opportunities. For their female counterparts, however, they are mainly driven by differences that emerge within workplaces. We find no evidence that years spent in Canada or education level can appreciably reduce these gaps. Accounting for potential differences in career paths and hierarchical level also fails to explain these differences. We find, however, that these gaps are only experienced by visible minority immigrants who work in the for‐profit sector, with those in the nonprofit sector experiencing positive or no gaps in training. Finally, we show that other poor labor market outcomes of visible minority immigrants, including their wages and promotion opportunities, stem in part from these training gaps.

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“…Despite the extensive benefits of training, there is substantial empirical evidence of differences in access to employer-provided training and advancement opportunities by gender (Evertsson, 2004;Knoke & Ishio, 1998;Ilsen & Sexton, 1996), age (Jeske et al, 2017;Newton, 2006), race and ethnicity (Tomaskovic-Devey, 1993), class (I'Connell & Jungblut, 2008), disability status (Hernandez et al, 2000;Schur et al, 2009), religion (Kottis & Dur, 2016) and sexual orientation (Tejeda, 2006). These disparities have been documented in a wide range of settings, including Test Africa (Nordman & Pasquier-Doumer, 2014), Eastern Europe (Csoba & Nagy, 2012) and the Caribbean (Jayasinghe, 2001).…”

Section: Socio-demographic Differences In Access To Employer-providedmentioning

confidence: 99%

Legislative protection from discrimination in access to employer‐provided training

Allmang

Jou

Gadoth

et al. 2019

Int J Training Development

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This article provides an analysis of laws across all 193 United Nations countries that protect workers from discrimination in access to employer‐provided training. We assessed the overall level of protection and the characteristics most commonly protected, as well as the extent of variation across geographic regions and country income. Overall, 60% of countries were found to offer specific protections from discrimination in access to training for at least one of the seven protected characteristics, which was significantly less than the percentage of countries offering protections from discriminatory hiring or terminations. Gender was the most commonly protected characteristic, whereas sexual orientation was least commonly protected. These findings suggest that employer‐provided training is less well‐protected from discrimination when compared with other aspects of employment and that there is variation in protection across socio‐demographic characteristics and geographic regions. Additional legislation may be needed to ensure equitable access to training for all workers.

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What Do We Know About Training at Work?

Cited by 18 publications

References 23 publications

Innovation and skill dynamics: a life-cycle approach

Innovation and skill dynamics: a life-cycle approach

Immigrants and Workplace Training: Evidence from Canadian Linked Employer–Employee Data

Legislative protection from discrimination in access to employer‐provided training

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